Equal Pay Awards 2018
We were the first country where women were given the right to vote, we now have our third female Prime Minister, who is also pregnant, and we believe we should be aiming to be the first country in the world where women earn 100% equal pay for equal work.
The YWCA Equal Pay Awards, now in its 5th year celebrate, encourage and motivate New Zealand businesses to get on the equal pay journey and share best practice initiatives and policies in this complex and sensitive area. Year after year awards entrants have proven that equal pay for equal work is not just good for company culture; it also results in tangible business benefits. We want to hear your story now – tell us about what you have done to address your gender pay gap and what influences that has had on your organisation.
Who should enter the Equal Pay Awards?
The awards recognise those at every stage of the equal pay journey. Whether you have five or 500 staff members you can prove your commitment to fairness and enter the Equal Pay Awards.
- Do you have policies and procedures in place that reflect your commitment to equal pay?
- Do you ensure that females on parental leave receive the same consideration as all other employees?
- Have you looked at how you assess pay rates for new hires doing the same job – male/female?
- Are you applying the same criteria when assessing performance of females/males doing the same job?
- Do you take into consideration the impact on pay progression when an employee asks for flexibility?
- Has your organisation undertaken a Pay and Equity Review Process?
If you can answer yes to two or more of these questions, then you are eligible to enter.
Why enter the YWCA Equal Pay Awards?
If equal pay and human rights are important to your organisation, there are many great reasons to enter the 2018 YWCA Equal Pay Awards:
- Be recognised as thought leader and champion in gender pay equality which will also enhance your corporate reputation
- Become an employer of choice for top talent looking for forward-thinking organisations
- Celebrate your achievements and acknowledge the hard work of the people in your organisation who have driven the changes
- The entry process and feedback from judging can be used to help develop your internal process and systems
- You will join a network that has access to resources and mentoring sessions to learn from others journeys
- Develop benchmarks for industry standards to see how own organisation compares.
- Meet like-minded awards entrants and be inspired by other equal pay champions.
Not sure if you are ready to enter an award?
In addition to the Awards, the YWCA Equal Pay Best Practice Compact provides an annual internal auditing process to organisations of all sizes.
The Equal Pay Best Practice Compact is a comparatively simple application process where you answer five open questions related to best practice and attach related documentation – documents you already use in your organisation will suffice. If successful, you will be able to use the Compact logo on marketing and HR material as recognition of your commitment to Equal Pay. Successful recipients of the YWCA Equal Pay Best Practice Compact are announced at the annual Equal Pay Awards ceremony in November. The annual renewal fee is $250 plus GST.
Why apply for a YWCA Equal Pay Best Practice Compact?
If you are addressing your gender pay gap then you are eligible to apply for YWCA Equal Pay Best Practice Compact. There are many benefits but importantly, the annual renewal acts as an auditing tool to help ensure you are still on track and measuring your successes. By displaying the Compact Logo, you are easily identified as an employer of choice for top talent looking for forward-thinking organisations. It will help you to develop systems and process which support best practice across your organisation. You will also be part of a growing network of like-minded organisations for support and inspiration.
Assess - Investigate, assess and evaluate gender pay data across all aspects of rewards and remuneration. Has your business carried out an equal pay audit and/or conducted an analysis of gender pay differences?
Commit - Leadership commitment to the equal pay journey by implementing initiatives, processes, practices and demonstrating cultural intent to addressing equal pay. What have senior management/governance done to support equal pay within your organisation?
Define - Define goals, strategies and policies. Do you have, or are you planning to have, an equal pay business strategy or mission statement?
Implement - Action plan to implement and monitor equal pay strategies and policies. What actions and initiatives are being implemented, or planning to be implemented by your organisation to support your organisations equal pay policy and practice?
Communicate - Ongoing communication within your organisation for continuous success.
Describe how your organisation has conducted an equal pay audit and to what extent equal pay is on the organisation's people agenda?
For the fifth year running, YWCA Auckland is inviting business leaders who champion equal pay within their organisations, to step forward and be counted to become thought leaders to those not yet on the equal pay journey, inspiring them to help create a fairer future for everyone.